At its core, “quiet quitting” describes the act of doing the bare minimum at work. It’s about fulfilling your job description without going above and beyond, effectively setting boundaries between your professional and personal life. This can manifest as refusing to answer emails after work hours, opting out of extra projects, or declining to engage in non-essential work social events.

The term seems to have struck a chord in the wake of the pandemic, a period that prompted many to re-evaluate their priorities and relationship with work. Burnout, lack of recognition, and stagnant wages have further fueled the quiet quitting fire.

Quiet Quitting vs. Setting Boundaries: Is There a Difference?

The debate hinges on a crucial distinction: is “quiet quitting” a form of workplace disengagement, or is it simply a healthy way of establishing boundaries?

Arguments Against ‘Quiet Quitting’:

• It breeds a culture of mediocrity and stifles ambition.
• It can damage team morale and create resentment amongst colleagues.
• It ultimately harms the individual’s career progression.

Arguments for ‘Quiet Quitting’ as Boundary-Setting:

• It protects employees from exploitation and burnout.
• It encourages a healthier work-life balance, leading to increased productivity during work hours.
• It empowers individuals to prioritize their well-being without resorting to drastic measures like quitting their jobs altogether.